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, the task itself, and unreasonable expectations. TO DISTINGUISH BETWEEN THE INTERNAL AND EXTERNAL ELEMENTS, ASK YOURSELF THIS QUESTION: “If I put a gun to their head, could they do it?” If the answer is yes, and they aren’t doing it, then it’s likely an internal issue, which can be resolved with coaching. If the answe... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.509 | 0.84 | ["philosophy"] | 418 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.013585 | [
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ience of showing up at a Weight Watchers meeting. This proved to be a winning strategy, focusing on the core business of meetings, but it wasn’t without difficulties. The share price drifted lower for two more years, before hitting a bottom of around $4, when the turn around efforts caught the eye of Oprah, who became ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.511 | 0.856 | ["strategy", "crisis"] | 454 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.013666 | [
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training, environmental, or system interventions. In the case of Deming’s fireball manager, no amount of coaching would eliminate fires – people make mistakes in dangerous environments. Mostly this was an external issue that required interventions such as different products, better safety processes, and so on. Your job... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.441 | 0.85 | ["leadership", "management", "career"] | 477 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.013736 | [
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the supporting structures to promote the change. Combine this with coaching to help people through the internal emotional changes and keep people accountable for their end of the bargain and you’ll drive real change. Not everyone is a pyromaniac. IDEO and Weight Watchers: a case study in thinking around obstacles In 20... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.556 | 0.832 | ["education"] | 410 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.013840 | [
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threat. A deluge of free fitness and health apps. These web-based programs like MyFitnessPal allow a user to monitor their calorie intake and even what they eat. In that respect, it is possible to duplicate the monitoring the Weight Watchers’ program – the point system – provides for free. This can be done conveniently... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.311 | 0.848 | [] | 440 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014012 | [
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declined 16% globally in the 2012 financial year. To stem the tide and face into the obstacle, Weight Watchers engaged IDEO the consulting firm, to help counter the threat. Usually working with IDEO involves thinking digital, but what they saw was different: Weight Watchers greatest strength was the in-person meetings.... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.52 | 0.838 | ["management"] | 430 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014073 | [
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team: a visit to a megachurch in Dallas, Texas. Do I think the meeting business can one day produce as much profit as it did at its 2007 peak? A megachurch shares qualities with a Weight Watchers meeting: bringing people together around with a shared goal, while also triggering similar insecurities: “Do I belong? How... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.383 | 0.866 | ["management"] | 467 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014158 | [
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at a Weight Watchers meeting for the first time. “This proved to be a winning strategy, focusing on the core business of meetings, but it wasn’t without difficulties.” The IDEO and the Weight Watchers teams looked for every excuse possible to get out of attending the service at the megachurch. “There’s so much traffic... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.519 | 0.86 | ["management", "strategy", "crisis"] | 451 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014216 | [
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it and were surprised by how they were embraced. Even though they were late, parishioners greeted them at the door, provided programs for the service, and guided them to an available pew – with no questioning looks, which was the unspoken fear. The Weight Watchers left with a new perspective, and without saying anythin... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.346 | 0.846 | [] | 426 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014261 | [
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e price topping out at $100 just 18 months later. Source: [1] Harvard Business Review [2] IDEO [3] The Vision Council Exclusive Blog Bonus: Don’t have time to read the whole guide right now? No worries. Let me send you a copy so you can read it when it’s convenient for you. Download the PDF Version of Kotter’s 8 Step C... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.611 | 0.89 | ["strategy", "management"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014311 | [
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is planning to fail: think through the obvious obstacles before you encounter them. The three ever-present obstacles to change are: 1. Ambiguity Aversion Reduce and eliminate ambiguity to reduce unnecessary resistance 2. Middle management refraction layer Ensure middle management are “on the same page” and champions fo... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.428 | 0.85 | ["management", "strategy"] | 503 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014364 | [
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offer you about the change that just might help. Further, when seeing ‘fires’ look for environmental and contextual solutions first. Back to top Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 6: Create and secure short-term wins Breaking up the desired change into smaller steps to create a feeling of prog... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.585 | 0.87 | ["leadership", "strategy", "management", "philosophy"] | 511 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014418 | [
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e When milestones are achieved, celebrate the fact that progress has been made. Recognizing progress will maintain motivation, stakeholder interest, and give confidence that the long term vision is achievable. Start with the ‘low hanging fruit’ Identifying ‘quick wins’ or ‘low hanging fruit’ is cited by practitioners a... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.379 | 0.836 | ["strategy", "motivation"] | 452 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014485 | [
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sses can be used to overcome areas of resistance. Capturing quick wins is an important tactic for demonstrating that a new approach is effective in order to encourage already-enthusiastic supporters to get behind future improvement programs. Capturing quick wins is important to developing and building momentum. The Duo... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.425 | 0.852 | [] | 511 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014530 | [
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m and eventually scale Consider the Douro Boys, a consortium of five independent wineries in the Douro River Valley in Portugal, who developed an association for mutual benefit. They’d come to the realization that as individual producers they couldn’t compete, but together they could develop an operating scale to make ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.386 | 0.866 | [] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014609 | [
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such as “Quinta do Vallado” or “Niepoort” now routinely get over 90 points by the Wine Spectator and sales have doubled over the last ten years. Getting five separate companies to work together in any environment is an exercise in herding cats, let alone artisan winemakers. And as Joao Ribeiro, CEO of a partner winery ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.331 | 0.86 | [] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014656 | [
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ure short-term wins to establish trust, credibility, and momentum. They established this by creating and securing a short-term win to develop momentum, Poling small amounts of their dry best wine, they made a premium wine in 500 bottles only and auctioned it off at Christie’s. They achieved 300 euros per bottle! A pric... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.497 | 0.872 | ["motivation"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014710 | [
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h gave them the inspiration them to develop on other initiatives with energy and passion. Kotter Into Action Breaking up the desired change into smaller steps to create a feeling of progress, planning for visible improvements in performance (or “wins”), visibly recognizing people, leaders and/or managers who made wins ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.636 | 0.85 | ["philosophy", "leadership", "strategy", "management", "motivation"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014771 | [
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sible performance improvements Recognize and reward employees contributing to those improvements Pitfalls Leaving short-term successes up to chance Failing to score successes early enough (12-24 months into the change effort) “You need to start demonstrating some successes asap to develop credibility, and momentum, to ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.475 | 0.716 | ["management", "war_conflict", "philosophy"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014818 | [
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ep 4 Step 5 Step 6 Step 7 Step 8 Step 7: Consolidate and keep moving Using increased credibility form the early “wins” to change all systems, structures, and policies that do not fit together and don’t fit the transformation vision; hiring, promoting and developing people who can implement the change vision, reinvigora... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.607 | 0.708 | ["strategy", "philosophy", "interview"] | 498 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014866 | [
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n of time, money, people, systems and structures. Follow the momentum wheel: Early Wins Early wins are designed to sustain the momentum of the change by breaking up the desired change into smaller steps, providing tangible proof that the change is underway and meeting expectations. Sponsor Commitment A Project Sponsor ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.578 | 0.862 | ["management", "leadership"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014913 | [
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iative, and ensures the engagement of required stakeholders from across the division. Motivation The project team also plays an important role in maintaining the momentum of the change initiative and should visibly demonstrate excitement and enthusiasm. To give the change initiative the credibility it needs to be accep... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.457 | 0.846 | ["management", "strategy", "motivation", "ethics"] | 496 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.014961 | [
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tions as dictated by the implementation approach. Early adopters of the change initiative should be encouraged and new behaviors supported by an updated reward and recognition program. Connection To sustain momentum and make the transition to business as usual (BAU), it is important that a change initiative is seen as ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.456 | 0.836 | ["strategy", "networking", "war_conflict"] | 447 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015013 | [
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ess strategy rather than something “on the side”. As part of Business Readiness activities, the change manager should ensure that the desired behaviors are reinforced by appropriate changes to systems and structures How the project is related to other ongoing initiatives should be communicated regularly and wherever po... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.475 | 0.828 | ["management", "communication", "strategy"] | 429 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015060 | [
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onal and management meetings within the business. Shared Learning It is important that stakeholders can see that downstream project activities are benefiting from key learnings (both successes and failures) from early in the project. This demonstrates to stakeholders that project team members have the capacity to act a... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.47 | 0.84 | ["management", "education", "leadership"] | 475 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015117 | [
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approach that has been identified as sub-optimal. Shared learning also refers to encouraging sharing of stories and ideas between those that are affected by the change – this can be either through the Change Champion network, or more informal means including impacted stakeholders submitting stories for the project news... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.455 | 0.838 | ["education", "networking", "philosophy"] | 472 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015235 | [
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Questions (FAQs), benchmarks and best practices. Microsoft locking in gains for ongoing momentum Microsoft is a stunning example of a transformation done well after the ‘lost decade’ of the Balmer years. Satya Nadella’s allocates resources and structures to create momentum beyond the initial improvements After taking o... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.554 | 0.848 | ["philosophy", "war_conflict"] | 476 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015374 | [
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cade of underperformance form the software giant. He rebooted the organizational culture in addition to redefining the company strategy and focus. Products and platforms would no longer exist as separate groups, but rather all Microsoft employees would begin focusing on a limited set of common goals. Then in 2016, with... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.379 | 0.866 | ["philosophy", "strategy", "war_conflict"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015506 | [
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oubled.) it was time to consolidate the change and move to the next phase. Merging of the Microsoft Research Group with the Bing, Cortana, and Information Platform Group teams to create a new AI and Research Group. With about 5,000 engineers and computer scientists, its goal is to innovate in artificial intelligence ac... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.532 | 0.852 | ["philosophy", "strategy", "management", "innovation", "ai_basics"] | 473 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015630 | [
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business to fulfill on the future vision created. Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step8 Step 8: Anchor the change Creating better performance through customer and productivity-oriented behavior, more and better leadership, and more effective management; articulating the connections between new behavior... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.435 | 0.846 | ["leadership", "strategy", "management", "networking", "philosophy"] | 477 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015750 | [
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to have new practices to replace the old culture. This final step takes time and comes last in the change process. The steps in this section underscore the significance of supportability or specific activities that prompt the change becoming embedded in the organization. Organizations should continually fortify the “an... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.459 | 0.834 | [] | 435 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015855 | [
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e the “way we do work around here” automatically. “You have to approach all the work with the question of sustainability in the front of your mind. Is what we are doing going to show results for a while but then start to slide back to the old way?.” -John Kotter, direct quote to Daniel from Change Management expert tip... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.42 | 0.864 | ["management"] | 446 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.015973 | [
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ture is that set of beliefs that govern behavior. VF organizational transformation used some big results: The company’s revenues have grown from $7 billion in 2008 to more than $11billion in 2013 (and revenues are projected to top $17 billion by 2017). At the same time, profitability has improved substantially, highlig... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.505 | 0.874 | ["salary", "philosophy"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016100 | [
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in September 2014, while paying about 2 percent a year in dividends. As a result, the company has ranked in the top quintile of the S&P 500 in terms of TSR over the past ten years. [edit this down] To embed and anchor this change VF took the following key actions: Implements a value-based training programme VF has crea... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.508 | 0.872 | ["management", "salary"] | 488 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016229 | [
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through training on principles of value creation. What gets measured gets done Then the performance and the performance of every brand and business is assessed in terms of its valuable contribution. Hiring and firing with an intention In addition, VF strengthened its management bench through a dedicated talent-manageme... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.623 | 0.856 | ["leadership", "management", "interview", "philosophy"] | 504 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016405 | [
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– Aristotle Change leadership is a contact sport. If you want to create momentum around change, engage your middle and frontline managers for maximum impact. Promote Move people who model the new change, values, and skills into higher positions in the organization • Make the new values performance criteria in promotion... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.641 | 0.852 | ["leadership", "ethics", "management", "decision_making", "war_conflict"] | 507 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016526 | [
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d behaviors deemed important to the organization. Embed these in the organization’s culture • Communicate key messages repeatedly, frequently and widely • Keep communication concise, but repeat it often • Use multiple media formats to reach a wider audience, reinforce your message, and signal its importance Follow up E... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.555 | 0.702 | ["communication", "philosophy"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016618 | [
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esults • Obtain employee feedback to understand their level of engagement • Review performance results at regular status update meetings Summary The Kotter Eight Steps are: Establish a sense of urgency Create a coalition Develop a clear vision Share the vision Empower people to clear obstacles Create and secure short-t... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.643 | 0.718 | ["strategy", "leadership", "philosophy"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016734 | [
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p approach with a set of tools and practical ideas and examples that are proven to work. But, the key to success and accomplishment in any change effort does not exist in the tools or templates but rather in the ”way of being” of those leading the initiative to succeed. Without this way of being, which is expressed as ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.622 | 0.876 | ["management", "leadership"] | 512 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016824 | [
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gement Process Daniel Lock Change Management Director. Founder of Million Dollar Professional (MDP). 20+ years leading organisational change across banking in Australia, Germany, and Singapore. Back to Top Back to Blog Subscribe to the Newsletter Join 32,000+ professionals getting one actionable tip to build authority ... | https://daniellock.com/post/kotters-8-step-change-model | Kotter’s 8 Step Change Model | daniellock.com | unknown | false | 0.582 | 0.686 | ["career", "leadership", "management"] | 463 | Kotter Change Leadership Framework | topic | 2026-04-15T16:29:45.016954 | [
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